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Internal Vs External Applicants

The document discusses the pros and cons of hiring internally versus externally for managerial positions. Internal hiring may limit the pool of candidates and innovation, while external hiring can be more costly and time-consuming but brings fresh ideas and a larger candidate pool. The decision ultimately depends on the organization's talent supply, strategy, and market changes.

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Lelouch Lamperouge
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33 views1 page

Internal Vs External Applicants

The document discusses the pros and cons of hiring internally versus externally for managerial positions. Internal hiring may limit the pool of candidates and innovation, while external hiring can be more costly and time-consuming but brings fresh ideas and a larger candidate pool. The decision ultimately depends on the organization's talent supply, strategy, and market changes.

Uploaded by

Lelouch Lamperouge
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd

1.

Which is better for the company, internal or external sources of applicants for a
managerial position?

In terms of recruiting for jobs, the nature of recruitment has always remained the
same, but the methods of recruitment have changed so much over the years. Depending
on the size of the company, there may be drawbacks to hiring internally. The most
noteworthy one is the small number of candidates available that may have the right
skills. Meanwhile, the biggest drawback of hiring talent from outside the organization is
that it costs more and you often have to pay to advertise a job in order to find the right
candidate. That takes more time.

In some cases, external candidates aren’t as successful at adapting to your culture


as an internal candidate might be. But external hiring delivers advantages, too, including
injecting fresh ideas and new skill sets into a company. It also allows the hiring manager
to draw from a larger supply of candidates. Yet these benefits do not always translate to
successful hires. Also, recruiting from within or internally has the possibility that it limits
the chances of new innovations and ideas as existing employees are more comfortable
with the processes and not looking to change. Which is why, the decision to hire
internally or externally can vary based on the nature of the internal supply of talent, the
organization’s strategy, changes occurring in the organization’s marketplace, and more.

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